Podcasts about Retention

Employee retention remains one of the most pressing challenges in senior living, but according to The Queen of Retention, Cara Silletto, the problem isn't that “nobody wants to work anymore.” In this episode of Bridge the Gap, Josh Crisp and Lucas McCurdy welcome Cara back to unpack why retention failures are often rooted in leadership, culture, and outdated assumptions. Cara introduces her Employee Retention Ecosystem, a holistic framework that assigns shared responsibility across employees, managers, and executives. Using a simple but powerful gardening analogy, she explains how leaders must individualize care, equip managers, and create environments where people can thrive.This week we discuss:The myth behind “nobody wants to work anymore”The Employee Retention Ecosystem explainedGen Z priorities and mental health realitiesBalancing empathy with accountabilityMeet the Hosts:Josh CrispLucas McCurdyConnect with Our GuestCara SillettoLearn more about the Employee Retention Ecosystememployeeretentionecosystem.com magnetvault.com Produced by Solinity Marketing.Sponsored by Aline, NIC MAP, Procare HR, Sage, Hamilton CapTel, Service Master, The Bridge Group Construction and Solinity. Become a sponsor of Bridge the Gap.Connect with BTG on social media:YouTubeInstagramFacebookTwitterLinkedInTikTok

If you put all your clients on podiums and celebrate their achievements, they'll stay longer and you'll earn more. Today on “Run a Profitable Gym,” Chris Cooper breaks down the in-house competition he's refined over 15 years: the Intramural Open. The four-week event can be run completely on its own or combined with the CrossFit Games Open.Two-Brain's signature fun competition is a win for everyone: Clients get podium moments they can't get anywhere else, and gym owners see measurable improvements in retention and average revenue per member. Plus, Coop has added a special bring-a-friend workout that's an A+ marketing opportunity.From setup logistics to post-competition revenue boosters, Coop lays out the exact steps for running a successful team competition in your gym. You'll even learn how to offer pre-event programs and specialty clinics to generate additional revenue before the competition begins.Chris also shares survival tips to avoid burnout and refresh the open if you've run the event before. If you're ready to boost revenue and retention and fill your gym with good vibes to start 2026, this episode is for you!To download the Intramural Open guide, head to Gym Owners United via the link below.LinksGym Owners UnitedBook a Call8:04 - Setting up the Intramural Open11:51 - Pre-open activities18:14 - Points and scoring23:51 - Results = more money28:28 - How to refresh the open

Starting Lineup: BYU retaining key players What you may have missed

Retention Wednesday and Portal Madness continuesSee omnystudio.com/listener for privacy information.

Michigan's retention has been really good See omnystudio.com/listener for privacy information.

What should businesses focus on as marketing evolves in 2026? In this solo episode, John Jantsch breaks down 6 marketing trends that will shape 2026, from the growing importance of local SEO and customer retention to the rise of trust-based micro-influencers and authentic content. You'll learn why "real" is replacing viral, how mischief can become a marketing strategy, and why being genuinely helpful is the future of search. This episode offers practical guidance for small businesses and marketers looking to stay relevant, visible, and trusted in a rapidly changing landscape. Today we discussed: 00:00 Start 01:09 Intro 01:58 Local Advantage 04:45 Real is the New Viral 07:26 Mischief Marketing 08:43 Retention is the New Acquisition 10:30 Trust Brokers and Micro-Influencers 12:11 Be the Answer – Helpful Search Content Rate, Review, & Follow If you liked this episode, please rate and review the show. Let us know what you loved most about the episode. Struggling with strategy? Unlock your free AI-powered prompts now and start building a winning strategy today!

On this week's edition of The Michigan Recruiting Insider, Sam Webb, Steve Lorenz, and Brice Marich discussed the challenges of roster retention following a coaching change, emphasizing the importance of retaining key players such as Bryce Underwood, Andrew Marsh, and Blake Frazier. Despite losing Cole Sullivan to Oklahoma, the team has retained most of the top names. The conversation highlighted the financial pressures of overpaying players to retain them. The retention efforts involving Enow Etta, Trey Pierce, Jyaire Hill, and Shamari Earls are covered in detail. Turning to future prospects, the team also discussed potential recruits and portal targets, including Bodie Sparrow, JJ Buchanan, and Quincy Porter, and noted the strategic importance of balancing production and potential in recruiting decisions. Porter's talent and star potential were highlighted, while Buchanan's familiarity with the offensive system and chance to make an immediate impact were emphasized. Finally, the conversation also covered receiver Dakota Guerrant's decision-making process and the importance of securing top in-state talent. Get 50% off an annual subscription to TheMichiganInsider.com during our Transfer Portal Special, but act fast. This deal is available only for a limited time. - https://247sports.com/college/michigan/UserSubscription/New/?Subscription=2661 To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Inside Carolina's senior reporter Greg Barnes joins Tommy Ashley to discuss the news that North Carolina wide receiver Jordan Shipp has re-signed with the Tar Heels. Barnes and Ashley discuss the importance of retention for team chemistry and cohesion in the portal era. UNC continues to fill the roster via the portal, but retaining Shipp, edge Melkart Abou-Jaoude, running back Demon June and Leroy Jackson as well as defensive back Jaiden Patterson and others will aid in the process of team building with another year of 50 plus roster additions.   This show is brought to you by Inside Carolina, the No. 1 site for UNC sports coverage and community. Visit http://www.InsideCarolina.com   Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Ben Garrett and Sudu Upadhyay are LIVE on this Wednesday to cover Ole Miss' frantic run through the NCAA Transfer Portal and the Fiesta Bowl upcoming.Our Sponsors:* Check out BetterHelp: https://www.betterhelp.com* Check out Underdog Fantasy and use my code CHAMPIONS for a great deal: https://underdogfantasy.comAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Ultimately, you can't grow as a business owner if your head is in client delivery every day. But spending less time with clients feels risky, so what's the answer? This episode dives into how I created a two-year LTV and completed check-ins in under 10 minutes per client. –If you want the exact check-in sheet and onboarding process I discuss in this episode, grab it here. https://go.taelerdehaes.com/check-in-page Join our Fit Pro Business Secrets Made Simple group over on Facebook for exclusive resources, trainings and help as you're growing your online fitness business. https://www.facebook.com/groups/fitprobusinesssecrets/  Follow Taeler on Instagram. https://www.instagram.com/taelerfit/Learn more about working with Taeler, whether you're just starting your online coaching business or scaling to multi-6/7-figures. https://taelerdehaes.com/ 

In manufacturing plants, the same leadership action can motivate one employee and overwhelm another. Why? It's all about brain science! In this episode, guest Falisha Karpati discusses how frontline leaders can harness brain science to build more inclusive, human-centered organizations. Falisha is a Brain-Based Inclusion Consultant located in Montreal, Canada. She holds a PhD in neuroscience and a decade of experience studying the brain. Through her signature UNITING BRAINS framework, she guides organizations through the development of inclusion-focused initiatives and provides interactive brain-based training. In this episode, Falisha breaks down how differences in how our brains are wired directly impact manufacturing leadership, communication, recognition, and team engagement on the shop floor. She covers topics like the neuroscience behind introversion and extroversion, why uncertainty creates stress in manufacturing environments, and how leaders can improve manufacturing culture by asking better questions, minimizing ambiguity, and running more inclusive meetings.  01:05 –Recognition can backfire when manufacturing communication ignores individual brain differences 02:12 – Neuroscience explains how self-awareness in leadership shapes perception, behavior, and relationships in manufacturing plants 04:54 –Manufacturing teamwork and employee engagement manufacturing improve when leaders understand natural brain diversity 9:53 – Brain science brings data—not opinions—into manufacturing management and leadership in industrial operations 11:20 – A powerful reminder that perceptions matter more than intentions in building trust in leadership and strong manufacturing relationships 13:39 – Curiosity-driven leadership starts by asking instead of assuming to close the showing up gap 15:32 – High-stimulus environments explain why leaders take shortcuts that undermine manufacturing culture and clarity on the shop floor 17:11 – Autonomy looks different for everyone, redefining supervisor development, coaching in manufacturing, and performance conversations. 19:55 – Minimizing uncertainty strengthens manufacturing safety culture, emotional intelligence, and consistent leadership behaviors 20:21 – Transparent expectations help close the expectation gap and improve accountability in manufacturing plants 22:40 – Inclusive meetings unlock manufacturing innovation by improving manufacturing communication and psychological safety 24:30 – Simple meeting practices support continuous improvement culture and better team engagement in manufacturing 28:53 – Inclusive discussions fuel operational excellence and authentic leadership across manufacturing organizations Connect with Falisha Karpati Visit her website Connect on LinkedIn and Instagram Read her newsletter Full Transcript [00:00:00]  We have some changes today. We've changed the name of the podcast since 2019. It's been mindfulness manufacturing our company name changed a few years ago to manufacturing greatness. So we're just aligning that 'cause we're gonna be here manufacturing greatness today, and we're gonna be talking about building some bridges and, and you know, how we continue to manufacture and, how we deal with changes people's moods and what's going on. And it remind me of a time when we were, had a great manufacturing line at the kickoff meeting in the morning, we recognized one of the team members showed appreciation, [00:00:30] put this person's name and picture up and gave them a little gift. they were upset with us and we're kind of like, well, hold on a minute. we did all this and this person's not very appreciative and getting to learn them a little bit more is that they didn't. They don't like that type of attention. people's brains are different. And in manufacturing it just complicates it for us 'cause we don't understand it. So fortunately I have a great guest on and friend today, Falisha Caridi. Welcome to the show. Thank you so much. [00:01:00] It's a pleasure to be here. Thanks for having me. you are an inclusive consultant. You harness brain science to build inclusive human-centered workplaces. You create space where all brains thrive. And you studied the neuroscience, having a PhD in neuroscience, which for those who don't know what it takes to get a PhD, it's a mountain. So congratulations on that. Thank you. excited to get your knowledge and expertise to talk about this on the show what did we miss Falisha when we upset that team member? how are [00:01:30] people's brains working here? a key point is that everybody's brain works a little bit differently,  Humans in general share a core brain structure. we generally have the same parts that do the same functions, but our brains also have differences. like how big certain parts are, how different parts connect to each other, and when different parts get activated. this connects with differences in behavior. so when we [00:02:00] think, behave, communicate, everything we do. Is filtered and processed through our brain. there's a, well-known quote that I love, that says You don't see the world as it is. You see the world as you are. Mm-hmm. And what that means, it's really rooted in brain science. And it means that everything you perceive, take in, think, and express. Goes through your brain. what happened [00:02:30] that day was there was a disconnect between what some team members who created that recognition process, thought this person would want and what they actually wanted,  So if we take that recognition experience, maybe it's, getting an award in front of a group And having your name called out and going on stage. if you put two people in that exact same [00:03:00] situation, their brains might react completely differently. we don't necessarily know how people are going to react, what they like, what they don't like. Unless we have those conversations and ask them. just diving into a bit more about why those differences exist, why can you put two people in the same situation and they can react completely differently? our brains are shaped by two main factors. the first is natural [00:03:30] variation in how we're born. there's a wealth of research that shows genetics are connected with many aspects of how our brain works. natural variation is great. It's what keeps us interested. Yeah. We don't wanna, you know, be communicating with people who are exactly the same as us. the natural variation is there for a reason. It's super productive and positive. the second factor is our environment. each of us is shaped from our observations and experiences over time. this includes a whole range of [00:04:00] experiences like our early childhood, our family and community environments. our experiences at school, at work, even our hobbies and interests can change our brain. there's a huge body of neuroscience research that shows brain differences related to living in different cultures. practicing different skills, traumatic experiences and much more. Basically everything you're exposed to, everything that you experience over time, especially if they're repeated or intense, experiences, can change your [00:04:30] brain. what really resonated with me is that Trevor's way is not always the best way. the way you explain like my biases, right? Like. My bias was show appreciation in front of the team. Right? And, and why would I need to check in with that person? in my early manufacturing leadership days, I missed the mark. Often, I just didn't know better. Right? Like, I just thought, you start to learn that. that's why we're hoping that if you're driving into work today, through my mistakes and Falisha's knowledge, we can save you that pain. we're gonna leave you with [00:05:00] some ideas of, what you can do today, to get in front of that. 'cause it makes sense. What you're saying is that, we just have how we grew up and, and our different, you know, the. I think of Lisa Feelman Barrett and, and the theory of constructed emotions. your personality and emotions are based on your experiences and we have different experiences  Right. they're just different. And that's what makes us unique and I like that. I was going through some of your material and I'm trying, 'cause I'm trying to, you know, like our listeners. To understand and better [00:05:30] equip ourselves so that we can, respond differently. But you had some neat research on introverts and extroverts, and I was reviewing it with Ryan, a client today, and he's kinda like, Hey, I think you skimmed over, that whole concept on introverts and extroverts. So can you unpack that for us and help us understand? Definitely. so I also wanna clarify, my background and what I'm doing now compared to what I did before. I have a background in neuroscience research, that was focused on brain plasticity and how our brains, are impacted by training. so what I [00:06:00] do now is, work with the wealth of research that's there. I don't do, neuroimaging research anymore. I used to, so I know exactly how these things work and I bring that experience now into. Applying neuroscience research in organizational context. Mm-hmm. so I summarize research, I communicate it. but the research, for example, an introversion extroversion is not something that I did myself. there's amazing researchers all around the world that have done this, so I'm more of a curator and a communicator Of the [00:06:30] research now. That's why you're on the show, right? Because we need to apply. So you're kind of like the translator for us, right? Because we're not gonna go through all this research, but we need someone like you that can say, Hey, here's the simpler version of it and here's what you can do today. So thank you for doing what you do. Yeah, my pleasure. I love it. so introverts, extroverts is one example of how. Our brain structure and how our brain works is really aligned with the behaviors that we see in the workplace and beyond. there's a spectrum of traits, of [00:07:00] introversion, extroversion. many people will fall somewhere in the middle and people can also express themselves differently. depending on different situations, different contexts might bring out, different types of behavior. so I'm just gonna generalize a little bit here, for time. And so there's research that compares people who tend to, behave more introverted ways and people that tend to be more extroverted. introverted meaning, getting energy by recharging alone, extroverted meaning, getting energy from, spending time with [00:07:30] others. And there's a really cool study that, people were in the brain scanner and while they were in the brain scanner, they were showed a series of pictures. Some of the pictures were flowers and some of the pictures were faces. So flowers is a non-social stimulus. and so, you know, we don't associate that with people, whereas the face is very social. the study found that introverts and extroverts showed different patterns of electrical activity in the brain in response to these images. So [00:08:00] in the introvert, if there was a bunch of flowers shown in a row and then a face, their brain sort of went, eh, well, it didn't really process a difference, but an extroverts, when there was flower, flower, flower face, when the brain saw the face, It got super excited. So the brain really processed a difference between the non-social and the social images. so that just shows that personality [00:08:30] traits and behaviors. And those differences we see in people are actually rooted in how the brain is processing information. we can also see structural differences. in how the brain is built, there's other research that has looked on that. And they found that, introverts tend to have bigger brains in areas responsible for behavior inhibition. Meaning stopping yourself from behaving impulsively. that is a trait commonly associated with introversion is introverts [00:09:00] tend to think before speaking, before acting. and extroverts, brain extrovert brains were bigger in areas responsible for regulating emotions. And smaller in areas related to social information processing. And the way that was interpreted is that extrovert brains can be more efficient at processing social information, maybe selecting what's important and what's not. I could feel that I've had to work on pulling out my introvert. [00:09:30] I think we all have some of both, right. But I've had to practice not everything that I say people want to hear and just that filter and pause. I'm fascinated with the technology. here we are working, manufacturing, all kinds of technology, but when I hear brain scans it's not people's opinions, It's the signals as a neuroscientist, with a PhD you can see that, right? that's just, wow. Like you talk about, one of the sayings we have is that, you bring data. not opinions to a meeting and, well, here you're bringing the data. There are scans that says, Hey, this is what people do. [00:10:00] What I just did was, for that individual, I just had, a reaction which was negative to that person. And if we don't, see that and recognize that, then we may miss that. I wanna bring back the, initial story with the recognition as well. now that we have some foundation about why our brains are different and how, our behaviors actually connected with brain differences, if we reflect back on that person getting recognized when that wasn't what they're inclined for, we can imagine what was happening in their brains. [00:10:30] It wasn't. The reward circuits and the social connection circuits. It was the pressure, stress. Everybody's watching me. So that same circumstance of being recognized in one person can activate reward and in somebody else can activate stress and anxiety. we like to say that. perceptions matter more than good intentions. Yes. Right. And I think that's what we're [00:11:00] focused on learning here. so I've got my manuscript I'm working on this week and I got, I got a hand in at the end of this week for my book, I've written a new chapter on this relationship audit. it's like an internal 360, but instead of. Fixing what's wrong? We're just moving more towards what's right, right? We wanna do more of the behavior. So I've, you know, we've got some questions we ask individuals, direct reports, managers, peers, and we just ask 'em, when do you tune into me? you know, what expectations do we have of each other? Those types of conversations. [00:11:30] And I think that this work that you are doing really helps us with ideas of. How can we be more mindful? Because what we did after that event is that before we ever gave someone an appreciation, we stopped surprising people and we just started asking them, are you okay if we mention you at the meeting this morning? getting their permission seemed to work. and what I liked was when I went over, some of your material, you had three kind of takeaways That you can do now, maybe when you're [00:12:00] having one-on-ones with people or you're just interacting with them. Absolutely. it's great to hear that you took action after, that experience and learned from it Asking people for permission to, to recognize 'em, to ask them something in public is a really great practice and not connect. With the first practice, area that I, like to share, which is asking people what they want, need or prefer. [00:12:30] especially if people are really busy and don't have time and are overwhelmed, it can be really easy to make assumptions our brain naturally does that. there's a known brain bias. called the false consensus effect. Where we tend to think that people agree with us and have the same beliefs, behaviors, knowledge as we do, that's definitely me. Everyone does it. It is a human brain bias. We all share that. especially in times [00:13:00] of busyness and stress, our brains do tend to fall back on those natural shortcuts to save time and energy. but they can end up causing some strains, some conflict, reduced productivity because we're making assumptions instead of asking. So, hold on. You gotta say that again. We're taking shortcuts and what'd you say after that? we're taking shortcuts basically to save [00:13:30] time, to save time and energy. Our brains naturally do that in many different contexts. like there's so much information coming into our brains constantly  Choosing what to filter, choosing what's important. That's a natural state. we're in that all the time. Can you imagine if your brain right now was processing. Absolutely every single thing that was present in your environment. It's impossible. We can't do that. Oh no. Hang on a minute. For the listeners. Falisha has not ran manufacturing [00:14:00] plants. I. She hasn't even spent a lot of time with them, but she just described our life that is our life. this is why it's important. This is why we need to listen to you and say, okay, so what can we do? 'cause you just described manufacturing, there's so much stimulus. it's how many parts we make the last hour. Is the machine running right now? is the quality inspection done? and then we take shortcuts. That's what we do. Thank you for describing us. [00:14:30] Brain science applies everywhere. I'm happy to hear that resonates and we can make the connection with the manufacturing processes as well. so what can we do about it? So we know, you know, from the manufacturing experiences, from the brain science that. When we're busy, we take shortcuts and tend to assume instead of asking. making that intentional space to invite sharing is really important, and that can happen in some different formats. It can happen in one-on-ones. It doesn't even [00:15:00] need to be a new one-on-one, just to ask what your work preferences are. if you're already having these kinds of conversations. We can integrate questions into that. So even asking someone a general question of, you know, what can I do? What can we as an organization do to make work more productive, fulfilling, enjoyable, whatever your objective is, to make the workplace better for you? the reason you really got me thinking about [00:15:30] this was in our relationship audit was really looking as when we have a team of say, 10 people, one of the practices to sustain relationships is having regular, one-on-ones or certain touchpoints, certain meetings. but when I hear you say about, you know, ask people what they want. Right. So just because. I say, you know what? We should have a one-on-one every two weeks. I'm the leader, but that may not be the right [00:16:00] approach. that's a great example. when we're asking people what they want, need or prefer, that encompasses so many things. It can be, how they work best, schedules, certain times of day they work best. It can be a physical space, it can be communication preferences, what motivates them. There's so many different aspects here that we can touch on, and that's a great example with, how they would like to have communication with a leader How they would like to have check-ins. some people love space, [00:16:30] love autonomy, and autonomy is great for the brain. in general, autonomy is awesome. some people love to have lots of autonomy and that can look like having a conversation once every two weeks and giving space. We'll have the chat, some general objectives, some goals for the next couple weeks, and then I will go and do my work on my own with my team. I don't need to be checked in on unless I have a question. Okay. There are other people who, that [00:17:00] feels overwhelming and the way that, that their autonomy can be expressed is by choosing to have more check-ins. Someone might want to have a quick two minute check-in every morning.  What's your objective for today? have those more smaller pieces that can feel a lot less overwhelming. It can feel like there's a clear map. It can feel like you know somebody's there and supporting them more frequently. Both approaches can be fantastic if they're [00:17:30] paired with the right people. But if there's a mismatch, that's when we start to get, more concerns. Because if you imagine somebody that likes to have more space If they're being checked on daily, that can feel like micromanaging. They can feel like they're not being trusted. but then if we have somebody who likes those daily check-ins and those shorter goals, if they're not receiving that. And they're left on their own when they didn't want to be. that [00:18:00] can add stress. Oh, I don't know what I'm supposed to be doing today. am I on the right track? I'm not sure. so it's really just about adjusting everything from check-ins to how goals are set to really match with what's going to work for each individual. For the listeners, I'm sorry, but it is, it is, you know, more flexibility in our part. Right. But this is, Hey, this is 2026. This is just where we're going right now. I don't see this changing of situational leadership. we gotta [00:18:30] ask more of those questions because North America. Manufacturing got great when we did lower, more lean, had more standards, more structure. And that's great for, greasing a cylinder that we know is gonna fail after so many cycles. And we wanna do the same with humans, right? So we're gonna have a meeting every two weeks and then check on you, every three days. the reality is that with the neuroscience that you have, we're not machines. And we're different. especially with the rise of technology now [00:19:00] and AI again, that's a whole conversation. something that I really work towards is creating human-centered workplaces. We work with machines, which is great, and it really helps, advance many aspects of our society. But human-centered workplaces is really important to, Just to, to create spaces where humans can thrive, be healthy, be included, and do our best work to advance our society people who are treated like machines [00:19:30] are more likely to feel. Stressed to not be motivated to not be expressing their creativity. And that just doesn't it, it doesn't do anything for the output either. when we focus on treating everyone like humans, and you know, we have. Feelings. We have brains, we have the word, you know, we have bodies that need to be taken care of. when we really prioritize that, that's where we [00:20:00] spark the ideas, the creativity, the connection, all of the things that are great for us and also for our products. It's like going to the gym, right? you can't go to the gym for 24 hours, you gotta do a little bit of this every day, and then you build up that muscle  I don't wake up in the morning and go to the gym and say, yes, I get to work out. But I do leave there thinking, this feels good. I've invested into this. I know this is gonna pay off. I feel better about it. like you said earlier we're taking shortcuts. We're trying to take that, that quick fix where really we need to have discipline. Like when we're trying to save [00:20:30] money, you gotta put that investment now into those conversations and just how you described it. We need to keep evolving with technology and the only way we're gonna do that is if we're not spending time on lack of clarity,  that was your second one Minimize. uncertainty. So yeah, minimize uncertainty. we spend a lot of time doing that. what are some ideas that we can spend less time on uncertainty. our brains in general don't like uncertainty and [00:21:00] we can feel that when it happens. as an example, let's say you get an unexpected meeting invitation that says all company meeting tomorrow at noon. That's it. Your brain, most people's brains we're getting laid off. You're like, why? Why is this happening? Did I do something wrong? Did my team do something wrong? Is the company shutting down? your brain tries to fill in the gaps by guessing what it could be, and [00:21:30] that comes from the fact that our brain is protective. Our brain is trying to figure out what those missing pieces of information could be. So that we can feel prepared and better able to handle the situation when it comes. it's coming from a good evolutionary place, but it's really unproductive because we waste so much time and energy on trying to fill in those gaps. And half the [00:22:00] time we get it wrong and it's something we didn't even think of. the other point here is that when there's something that's vague, it can also be interpreted in different ways by different brains. like we were talking about before, even the same thing can create a different response in different brains. Somebody might, maybe be like, okay, I don't know. It's fine, no problem. And somebody else might, lose sleep that night and have a really tough time managing [00:22:30] that. and by providing that clarity, that certainty, the information when we're able to. that reduces the waste of time and energy and makes sure that everybody's on the same page about what's happening and prevents those different interpretations. This is resonating because in the manufacturing greatness model, there's three gaps, the second gap's the expectation gap, and that's really that space between what we believe others expect and what we believe is expected, and that [00:23:00] can go in any direction. So that's our model and it takes more conversations to close that gap. what were your tips around that? in general, if you're having communication, whether it's an email a discussion, a meeting or something else, provide as much information as is relevant. So, for example, with that meeting invitation, provide information in the invitation about. What is the topic? [00:23:30] Why is this being, why is the meeting being called? What's the agenda, for example? What are the discussion questions that people might be asked to share on, just to make sure that people know, okay, why is this happening and what am I going to be expected to do or share when I show up? And it's not just about meetings. transparency and clarity is also really important in the broader organizational structure. For example, sharing policies and procedures openly with the team. [00:24:00] Maybe that's like an internal shared drive, a binder with paper copies. There's lots of ways that can be done. also being transparent about things like criteria for promotions and raises. So we don't need people to wonder, what do I need to do to get a raise? It's there. And that's also really great for fairness. and if you're having, for example, a social event. Sharing some information about what to expect. So where are we going? Is [00:24:30] there games or activities? What's the plan for the day? that can make people feel a lot more comfortable knowing what they're getting into. It can help make it easier to choose whether somebody would like to participate or not. it can help people prepare as they feel they need to. some people like to prepare themselves in advance in different ways, so it just gives the opportunity for them to do so. That's something that I believe. I've gotten better at, I know I've worked at it, but [00:25:00] you know, even just like for a podcast guest like yourself, right before I was like, yeah, just jump in. We'll have a conversation. I got some feedback saying, It'd be better if I knew what to expect coming into your podcast. And I'd be like, that's fair. I was thinking about what I like, not about what you like, so I'm working on that That's an example of differences in communication styles  some people would be very happy to jump in and have an informal conversation. other people share their best ideas when they've had some time to prepare. Both are great. They are different, and they [00:25:30] require having that conversation, in advance to make sure that discussion fits with both people. So the last one here is, about manufacturing and our standards, we want Consistency, especially around safety, keep people safe. And then we get struggling around this fine line of also innovation, right? Where we can be more creative and have meetings and conversations that are more inclusive and, step outside the boundaries a bit. that's around your third tip there. And just [00:26:00] making these group sessions more productive. So group meetings is, is one aspect of workplaces where I find that there's a lot of exclusion, a lot of unfairness, and people aren't having their perspectives considered. And a big root of that is meeting practices that aren't inclusive. So I'll share some tips for how we can do better here. how can we [00:26:30] hold. Inclusive meetings and discussions that really facilitate equal opportunity for everyone to contribute. this connects back to the brains because each of our brains drives us to communicate and express ourselves in different ways. that means people can share their best ideas in different environments and in different ways. for example, some people share their best ideas when they've had some time to prepare. Others like to think on the spot. some people [00:27:00] communicate best through speaking and others communicate best through writings or drawings. And some people really thrive off the energy of big groups and lots of people jumping over each other. that's something I would say, especially in, North American culture, work meetings tend to be like 10 people diving in. but that also excludes a lot of people, because many people, and I'm one of them, feel really strongly about this  it can be really challenging to know when to jump [00:27:30] in. I have an idea, I have something to share, but three people are trying to talk at the same time and I have no idea when I'm supposed to start talking. and what can happen there is people just won't, Hmm, they're scared of interrupting. I don't wanna cut somebody off and they just n never find the spot, and then the topic moves on. those ideas get missed. some specific practices we can implement to make our meetings more inclusive. include, providing agendas and discussion questions in [00:28:00] advance. This overlaps with clarity and transparency as well. so team members can prepare their thoughts in advance if they like to do so. We can give a minute to think after asking a question or presenting a topic, this can feel uncomfortable at first. We are not used to that at all. But it can make a huge difference to allowing team members to really process, yeah, what do I think about that? What do I want to share here? and [00:28:30] then inviting responses, and I said try that out and see if, if team members are, have more contributions after they've had a moment to process. That's my challenge to you listener today, driving into work because you're gonna be courageous, like if you're facilitating a meeting or it doesn't really matter if you're facilitating it. You can be a participant. it's interesting because we don't take that minute. When we do, it's even more powerful in our fields of manufacturing, logistics, transportation. [00:29:00] It's all so urgent that we don't allow. The best ideas to come forward. even when I'm talking to a plant manager about getting their executive team to get together and just talk about the different, you know, how are we working together, right? Like, how are we sharing ideas? What's working and what's not? it's like, oh, I don't know if we can have time to have that discussion. Well. you're losing the money, you're tripping over the dollars and picking up the penny sometimes because we're so busy. which to me means not productive. But hey, I appreciate you [00:29:30] sharing that today. I think we all need to hear that Falisha it can feel like we're taking a bit more time, but in the end, it can be more productive because we are getting the team's best ideas and we're inviting everybody to participate, which in the end can support a better product. and a couple of last tips to help generate ideas from everyone. one of them is offering a shared document or a form where team members can share their thoughts in a written format. this can be during the meeting and also after. [00:30:00] sometimes. It can take a bit more time for a great idea to brew in somebody's brain. it's, half an hour after the meeting and they're like, oh, I wish I could have shared that. So having that form or shared doc really helps, create a space for people to add their ideas when they come. lastly, starting a discussion with a turn-taking structure, where each team member is invited to contribute without interruption. And if you are on a time crunch, there can be a time limit per person. what's [00:30:30] really important here is that everybody. Has a turn if they would like to share. They don't have to. They can pass, but everyone has a turn to share without interruption. you can ask a question, raise a topic, go around the team members. this helps ensure that everyone who would like to share has equal opportunity to do so without having to navigate jumping into an overlapping conversation. And what I find when I implement this People [00:31:00] who weren't contributing as much in other meeting formats, share fantastic ideas and feel more connected with the team. we get a broader range of ideas because everybody can share before we open it up. you can still open it up to discussion afterwards to build on the ideas and connect with each other, but That initial practice of giving everybody some space has benefits for the meeting, for team connection, for creativity, and, generating more ideas.[00:31:30]  Listening to you, it's like, oh, yeah, that makes sense. you go around every person and ask them, but. We don't do it, it's just Okay, good. We got a solution. I think we just hit the whack-a-mole. We can, we can all get outta this meeting now. And, and three people never got to contribute and probably had a better idea. I could go on for about another five hours with you, but how do our listeners get more of you, Falisha, and follow you, connect with you? what's the best basis for that? I've got a few [00:32:00] ways that we can connect, LinkedIn, Instagram, or my newsletter, brain Science for better workplaces. maybe we can put those links, in the description and I'd be very happy to connect with any of you. please feel free to reach out if you'd like to chat more about brains. thank you. Shout out to Nina Na Doley, our mutual friend and previous, guest here that, that suggested you. so glad we got to meet I've already learned so much from you, Falisha, it's just these reminders of like, it's okay. We're, we're, we're just hardwired [00:32:30] like this. We've been conditioned this way and We can make changes. We can build workplaces that align with how our brain functions. Thank you, Falisha. I appreciate you coming on the show. My pleasure. Thanks for having me.    

If hiring feels impossible and retention feels fragile, you're not alone — and you're not crazy. In this episode of the Private Practice Owners Podcast, Nathan Shields and Adam Robin break down why recruiting is harder than ever right now, and why the real solution isn't “more applicants” — it's building a retention machine that compounds. Drawing directly from real-world clinic experience, Nathan shares how shifting focus from reactive hiring to intentional retention, leadership development, and new-grad pipelines allowed his organization to stabilize staffing, protect culture, and sleep better at night — even in one of the most competitive labor markets physical therapy has ever seen. Together, they unpack what practice owners must do as we head into 2026 to stop bleeding talent, stop overpaying for lateral hires, and start developing leaders from within. You'll learn:Why “hiring is impossible” is a signal to fix retention first — not panic recruitHow to identify and lock in your true A-players before competitors doThe exact conversations owners should be having with key team members to secure 12-month commitmentsWhy new grads are the most overlooked (and highest-upside) recruiting strategy right nowHow to turn student placements into long-term leaders inside your organizationWhat a real leadership development pathway looks like — from new grad → leader → clinic directorHow delegation, ownership, and development directly impact retention and recruiting outcomesThe mindset shifts owners must make to stop being the bottleneck and start building a scalable team If you're a clinic owner, hiring manager, or leader who feels stuck between burnout, turnover, and constant recruiting pressure, this episode will help you rethink how you build teams — and show you how to create a system where great people want to stay, grow, and recruit others for you.

In this episode, Chase McCown, Managing Director of Heartland Partners, and Monica Hamling, VP of HR at Nortek Systems, discuss how manufacturers can strategically manage stress, cultivate a strong culture, and leverage AI. ------------------------------ Unlock practical tools, training, and support to help your team improve. Manufacturers Alliance members get full access to our webinar library, digital courses, member pricing, and a statewide network of leaders who share what's working on the factory floor. Links: Learn more: https://www.mfrall.com Become a Member: https://www.mfrall.com/membership/ Listen on Spotify: https://open.spotify.com/show/5orRRXkVgAkbAeUuCj1dP5 Listen on Apple: https://podcasts.apple.com/us/podcast/how-manufacturers-improve/id1677078610 Watch on YouTube: https://www.youtube.com/@UCfj2OPOknywMeVwzPJX7Ifw

In this episode, Scott Polenz, Principal Consultant at CHG Healthcare Advisory Services, shares a practical roadmap for healthcare leaders to improve physician alignment, engagement, and retention. He discusses creating structured onboarding, fostering trust and communication, and establishing an Office of Physicians and APP Relations to support long-term success.This episode is sponsored by CHG Healthcare.

In this episode of the Real Estate Pros podcast, host Michelle Kesil speaks with Terrell Manning and Brian Orr about their innovative approach to resident retention in luxury apartments through unique events. They discuss the importance of community building, the challenges of property management, and their plans for scaling their business model. The conversation highlights the significance of creating memorable experiences for residents to enhance satisfaction and retention rates.   Professional Real Estate Investors - How we can help you: Investor Fuel Mastermind:  Learn more about the Investor Fuel Mastermind, including 100% deal financing, massive discounts from vendors and sponsors you're already using, our world class community of over 150 members, and SO much more here: http://www.investorfuel.com/apply   Investor Machine Marketing Partnership:  Are you looking for consistent, high quality lead generation? Investor Machine is America's #1 lead generation service professional investors. Investor Machine provides true 'white glove' support to help you build the perfect marketing plan, then we'll execute it for you…talking and working together on an ongoing basis to help you hit YOUR goals! Learn more here: http://www.investormachine.com   Coaching with Mike Hambright:  Interested in 1 on 1 coaching with Mike Hambright? Mike coaches entrepreneurs looking to level up, build coaching or service based businesses (Mike runs multiple 7 and 8 figure a year businesses), building a coaching program and more. Learn more here: https://investorfuel.com/coachingwithmike   Attend a Vacation/Mastermind Retreat with Mike Hambright: Interested in joining a "mini-mastermind" with Mike and his private clients on an upcoming "Retreat", either at locations like Cabo San Lucas, Napa, Park City ski trip, Yellowstone, or even at Mike's East Texas "Big H Ranch"? Learn more here: http://www.investorfuel.com/retreat   Property Insurance: Join the largest and most investor friendly property insurance provider in 2 minutes. Free to join, and insure all your flips and rentals within minutes! There is NO easier insurance provider on the planet (turn insurance on or off in 1 minute without talking to anyone!), and there's no 15-30% agent mark up through this platform!  Register here: https://myinvestorinsurance.com/   New Real Estate Investors - How we can work together: Investor Fuel Club (Coaching and Deal Partner Community): Looking to kickstart your real estate investing career? Join our one of a kind Coaching Community, Investor Fuel Club, where you'll get trained by some of the best real estate investors in America, and partner with them on deals! You don't need $ for deals…we'll partner with you and hold your hand along the way! Learn More here: http://www.investorfuel.com/club   —--------------------

Is now a good time to look for a new role in sustainability?In this episode of The Greener Way, host Michelle Baltazar discusses the recruitment challenges and opportunities in the sustainability sector with Richard Evans, founder and chief executive of Talent Nation.They explore critical issues including low staff retention rates, the necessity of executive support, and the impact of economic pressures on sustainability roles.Richard emphasises the importance of hiring the right talent, understanding organisational needs, and the rising demand in 2026 for roles focused on disclosures and compliance.00:58 Guest Introduction: Richard Evans01:14 Retention issues on ESG roles03:10 Survey insights on burnout and turnover05:31 Challenges on the job06:37 Solutions for staff retention and support10:21 Blurring lines between roles2:53 Current job market and opportunities7:54 Final thoughts and practical tipsThis podcast uses the following third-party services for analysis: OP3 - https://op3.dev/privacy

In this interview, Regina from Bitcoin.com News sits down with Jiho, co-founder of Sky Mavis (the team behind Axie Infinity and Ronin), to talk about the next chapter of Web3 gaming and how Ronin could become a mass-market crypto chain—especially in places like the Philippines and Argentina.Jiho shares his origin story from CryptoKitties to Axie, the underrated early decisions that shaped Web3 gaming, and the biggest lessons from building through multiple market cycles.We cover:- Why Ronin aims to be the best chain for everyday crypto users- Jiho's early Web3 journey and the rise of Axie Infinity- What he'd do differently if building Axie again today- The long-term identity of Ronin as a full gaming ecosystem- The Ronin Wallet QRPH integration and real-world crypto payments in PH- Common mistakes new Web3 game studios keep repeating- Retention strategies that actually work (quests, battle passes, app tokens)- What blockchain gaming looks like once mass adoption hits- Jiho's message to Web3 gamers 10 years from now- Updates on Axie MMO: Atia's Legacy and upcoming playtestsIf you're bullish on blockchain gaming, community-driven economies, and real crypto utility, this one's for you.Chapters:00:00 Introduction to Ronin and Web3 Gaming03:04 The Evolution of Axie Infinity05:48 Building a Gaming Ecosystem on Ronin08:56 Retention Strategies in Web3 Gaming11:59 The Future of Web3 Gaming and Community Engagement#AxieInfinity #RoninNetwork #Web3Gaming

The Bulletproof Dental Podcast Episode 421 HOSTS: Dr. Peter Boulden and Dr. Craig Spodak DESCRIPTION In this conversation, Peter Boulden and Craig discuss the evolution of dental marketing over the years, emphasizing the importance of creating joy and hope in marketing strategies. They explore the significance of understanding patient psychology, the value of existing patients, and the need to sell benefits rather than procedures. The discussion also touches on the role of AI in dentistry and the necessity of having a clear process for patient care. Ultimately, they highlight the psychological aspects of success and the importance of believing in one's worth to achieve business goals. TAKEAWAYS Marketing is often seen as the key to practice growth. Creating joy and hope in marketing can attract patients. Selling benefits rather than procedures is crucial for patient engagement. Understanding patient psychology can enhance treatment acceptance. Existing patients can be a valuable source of referrals. Underpriced attention in marketing can lead to better patient acquisition. AI is set to revolutionize the dental industry in the coming years. Having a clear process can improve patient experience and satisfaction. The psychology of success is essential for achieving business goals. Continuous improvement and adaptation are necessary for success in dentistry. CHAPTERS 00:00 The Role of Marketing in Dentistry 05:07 Creating Joy and Hope in Marketing 10:07 Selling Benefits Over Procedures 15:13 The Importance of Understanding Patient Needs 19:59 Seeking Underpriced Attention in Marketing 28:48 Maximizing Online Presence through Reviews and SEO 30:08 The Shift Towards Long-Form Content and Video Engagement 31:43 The Impact of AI on Business and Patient Care 33:10 Navigating the Future of Dentistry with AI 35:08 The Importance of Marketing Strategies and Underpriced Attention 39:16 Leveraging Existing Patients for Growth 41:46 The Power of Asking for Referrals and Retention 43:38 Communicating Services Effectively to Patients 44:18 Creating a Clear Process for Patient Care 46:58 The Role of Psychology in Business Success 55:32 Outro REFERENCES Bulletproof Summit Bulletproof Mastermind  

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The Knight Report Podcast is back, as the crew of Mike, Richie, Alec react to the departure of Ian Strong to the transfer portal and then discuss other Rutgers Football rosters moves as well. 00:00 The State of Rutgers Athletics 02:13 Transfer Portal Turmoil 06:54 Fan Reactions and Expectations 10:32 The Impact of Ian Strong's Departure 14:19 Quarterback Concerns 20:34 Future Prospects and Fan Sentiment 22:37 The Depth of the Receiver Room 28:03 KJ Duff's Future at Rutgers 30:31 Coaching and Recruitment Challenges 46:35 The Rigors of Coaching Under Greg Schiano 51:00 Concerns Over Defensive Staff and Retention 56:35 Positive Developments in Offensive Line Retention 01:01:04 Fan Sentiment and Program Uncertainty 01:07:57 Strategic Announcements and Program Narrative 01:14:53 Evaluating Player Retention: The Case of Raymond and Duff 01:20:03 The Financial Landscape of College Football: What Players Are Worth 01:25:13 The Impact of Transfer Portal Decisions on Team Dynamics 01:29:56 Final Thoughts: The Future of Rutgers Football Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

There's something strange about founders who built their entire business on open source software and open standards, then turn around and say you should lock customers in as hard as possible. I think that's a horrible practice—and counterintuitively, making it easy to leave actually makes people stay longer. Today I'm making the case for frictionless import and export, with real examples from PermanentLink and lessons from Fathom Analytics, and why informed choice beats artificial lock-in every time.This episode of The Bootstraped Founder is sponsored by Paddle.comThe blog post: https://thebootstrappedfounder.com/the-case-against-vendor-lock-in-why-easy-exit-means-better-retention/ The podcast episode: https://tbf.fm/episodes/430-the-case-against-vendor-lock-in-why-easy-exit-means-better-retention Check out Podscan, the Podcast database that transcribes every podcast episode out there minutes after it gets released: https://podscan.fmSend me a voicemail on Podline: https://podline.fm/arvidYou'll find my weekly article on my blog: https://thebootstrappedfounder.comPodcast: https://thebootstrappedfounder.com/podcastNewsletter: https://thebootstrappedfounder.com/newsletterMy book Zero to Sold: https://zerotosold.com/My book The Embedded Entrepreneur: https://embeddedentrepreneur.com/My course Find Your Following: https://findyourfollowing.comHere are a few tools I use. Using my affiliate links will support my work at no additional cost to you.- Notion (which I use to organize, write, coordinate, and archive my podcast + newsletter): https://affiliate.notion.so/465mv1536drx- Riverside.fm (that's what I recorded this episode with): https://riverside.fm/?via=arvid- TweetHunter (for speedy scheduling and writing Tweets): http://tweethunter.io/?via=arvid- HypeFury (for massive Twitter analytics and scheduling): https://hypefury.com/?via=arvid60- AudioPen (for taking voice notes and getting amazing summaries): https://audiopen.ai/?aff=PXErZ- Descript (for word-based video editing, subtitles, and clips): https://www.descript.com/?lmref=3cf39Q- ConvertKit (for email lists, newsletters, even finding sponsors): https://convertkit.com?lmref=bN9CZw

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How Tom Aulet built Ergatta into a profitable fitness brand with $35M raised, gamified workouts, and lean, cost-effective growth.For more on Ergatta and show notes click here Subscribe and watch Shopify Masters on YouTube!Sign up for your FREE Shopify Trial here.

Send us a textThe marketing landscape changed fast in 2025—and sports teams felt it in their revenue. In this episode of the Sports Marketing Machine, Jeremy Neisser breaks down 13 real-world marketing lessons that directly impacted ticket sales, renewals, and average order value. No trends, no platforms, no vanity metrics—just the decisions that actually showed up on the revenue report and matter heading into 2026.Key Topics CoveredWhy buying friction quietly kills impulse ticket salesHow revenue exposes bad marketing faster than engagement metricsWhy timing beats messaging when it comes to conversionsThe costly mistake of choosing clever over clearHow personalization (not tech) drove higher salesWhy owned channels became the safest revenue engineHow creative replaced targeting in paid mediaWhy familiar offers outperform “new and shiny” ideasBundles vs. discounts—and why bundles winThe overlooked revenue power of single-game buyersHow promotions train (or damage) fan behaviorWhy retention quietly became cheaper than acquisitionHow top teams turned marketing into a revenue system, not a departmentEpisode Chapters / Timestamps00:00 – Why these aren't trends, platforms, or vanity metrics01:30 – Lesson 1: Buying friction kills impulse sales04:53 – Lesson 2: Revenue exposes bad marketing07:15 – Lesson 3: Timing > messaging09:07 – Lesson 4: Clarity always beats cleverness10:54 – Lesson 5: Personalization as a revenue lever13:32 – Lesson 6: Owned channels = owned revenue15:28 – Lesson 7: Creative became the new targeting17:24 – Lesson 8: Familiarity sells faster than novelty19:20 – Lesson 9: Bundles beat discounts20:17 – Lesson 10: Single-game buyers as a growth engine21:42 – Lesson 11: Promotions train fan behavior23:09 – Lesson 12: Retention beats acquisition25:00 – Lesson 13: Marketing as a revenue systemCall to ActionIf this episode sparked an idea—or exposed something you need to fix—reach out at sportsmarketingmachine.com or connect with Jeremy on LinkedIn. And if alignment still isn't happening between sales and marketing on your team, this episode is required listening.Why This Episode MattersThe teams that won in 2025 didn't shout louder or spend more—they reduced friction, showed up at the right moment, personalized their offers, and aligned sales, marketing, and data around revenue. These 13 lessons are your blueprint for turning marketing into predictable ticket sales in 2026.Links mentioned:Episode 140: Mystery Park Promo that Sold 700 TicketsEpisode 137: Make Your Black Friday/Cyber Monday Offer So Good! Sports Marketing Machine on LinkedInSports Marketing Machine on InstagramBook a call with Jeremy from Sports Marketing Machine

This episode covers one of the least sexy but most dangerous blind spots in mobile ad monetization:If you don't actively control what ads appear in your game,your retention is being taxed without you noticing.Felix breaks down how creative & category blocking really works across networks and why most publishers misunderstand it.Key truths from the episode:Blocking is mostly reactive, not proactiveMediation is not a global kill switch — you must block ads on every networkCategory blocking alone is never enoughSome networks give full control, others give almost noneAggressive end cards silently kill retentionRevenue loss from cleaner ads is much smaller than people fear (~12%)Having a centralized block list is a massive operational advantage“Parity” is the only language networks respect when negotiating ad formatsGet our MERCH NOW: 25gamers.com/shop--------------------------------------This is no BS gaming podcast 2.5 gamers session. Sharing actionable insights, dropping knowledge from our day-to-day User Acquisition, Game Design, and Ad monetization jobs. We are definitely not discussing the latest industry news, but having so much fun! Let's not forget this is a 4 a.m. conference discussion vibe, so let's not take it too seriously.Panelists: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Jakub Remia⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠r,⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Felix Braberg, Matej Lancaric⁠Podcast: Join our slack channel here: https://join.slack.com/t/two-and-half-gamers/shared_invite/zt-2um8eguhf-c~H9idcxM271mnPzdWbipg00:00 — Why ad quality quietly kills retention01:45 — Why blocking is mostly reactive03:30 — Category blocking: what it actually solves05:40 — Why category blocking is never enough07:20 — Mediation myth: why ads aren't blocked globally09:40 — Why you need a centralized block list12:00 — Network-by-network control differences14:40 — Aggressive end cards & hidden retention damage17:30 — Revenue trade-offs (the real numbers)18:45 — Final takeaway---------------------------------------Matej LancaricUser Acquisition & Creatives Consultant⁠https://lancaric.meFelix BrabergAd monetization consultant⁠https://www.felixbraberg.comJakub RemiarGame design consultant⁠https://www.linkedin.com/in/jakubremiar---------------------------------------Please share the podcast with your industry friends, dogs & cats. Especially cats! They love it!Hit the Subscribe button on YouTube, Spotify, and Apple!Please share feedback and comments - matej@lancaric.me---------------------------------------If you are interested in getting UA tips every week on Monday, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠lancaric.substack.com⁠⁠⁠⁠⁠⁠ & sign up for the Brutally Honest newsletter by Matej LancaricDo you have UA questions nobody can answer? Ask ⁠⁠⁠⁠⁠⁠⁠⁠Matej AI⁠⁠⁠⁠⁠⁠ - the First UA AI in the gaming industry! https://lancaric.me/matej-ai

Welcome to HALO Talks! In this episode, host Pete Moore sits down with Hewitt Tomlin, the entrepreneur behind Teambuildr—a software platform that's changing the game on how strength coaches and personal trainers deliver programming. Starting with a simple idea in college, Hewitt has built Teambuildr into a leading solution for gyms, coaches, and athletes, empowering thousands with better tools for training and performance. Together, they dive into the rapidly-evolving landscape of fitness technology, discussing the rise of strength training in gyms, the impact of AI on coaching, and how fitness pros are adapting to new ways of working in a post-pandemic world. From leveraging digital apps for personalized programs to building strong trainer-client relationships, this candid conversation uncovers what it takes to stay innovative in the fast-paced HALO sector. Tomlin also shares his passion for expanding athletic training into new markets specifically golf—with his involvement in DRVN, a fitness app aimed at merging athleticism with golf performance.  Key themes discussed Evolution of Teambuildr and fitness technology. Adoption of AI by strength coaches and trainers. Changing trends in club equipment, focus on strength. Personal trainers utilizing digital tools and apps. Balancing innovation vs. refining existing product features. Retention vs. impact as a measure of success. Entrepreneurial mindset and self-defined business goals. A Few Key Takeaways:  1.Evolution of Teambuildr and Fitness Tech: Hewitt shared the journey of Teambuildr—from its origins as a simple workout distribution platform for college strength coaches to its role as a robust SaaS solution that now supports thousands, not only in team sports but also across private gyms and brick-and-mortar facilities. 2. AI's Role in Coaching: The conversation highlighted how fitness software is rapidly moving from basic digitization (getting off Excel) to integrating AI. Early adopters among coaches are using AI as a "co-pilot" to enhance programming and audit workouts, freeing up more time to apply their expertise where it matters most. 3. Changing Attitudes Toward Training Technology: Tomlin also talked about the shift in the industry: while trainers were once skeptical about templates and AI-generated programs, there's now a broader acceptance of tech-driven best practices. Still, personalization and expertise remain key, especially for more seasoned coaches. 4. The Personal Trainer's Balancing Act: Independence vs Community: Post-COVID, many trainers tried going independent, but Hewitt noted the challenges of customer acquisition and scaling. Bigger box clubs like Lifetime offer access to a steady stream of potential clients and a sense of community, making them an attractive option for many trainers seeking sustained growth. 5. Founder Perspective: Success Isn't Just About Growth: The episode also touched on how Hewitt's vision as a founder goes beyond revenue metrics and external pressures. He values building loyal, long-term customer relationships, personal impact, and conversations with trainers and mentors over chasing aggressive growth targets influenced by VC funding. Resources:  Hewitt Tomlin: https://www.linkedin.com/in/hewitttomlin   Teambuildr: https://www.teambuildr.com/   DRVN Golf App: https://www.drvngolf.com  Integrity Square: https://www.integritysq.com Prospect Wizard: https://www.theprospectwizard.com Promotion Vault: https://www.promotionvault.com HigherDose: https://www.higherdose.com

January isn't just another enrollment push. It's your launchpad for the entire year. In this episode, Dave breaks down how music school owners can turn January sign-ups into long-term, emotionally connected families who stay through summer and beyond. This isn't about more ads or better discounts—it's about building the kind of experience families don't want to leave. You'll learn how to use January momentum to create retention systems that quietly do the heavy lifting all year long. In this episode, you'll discover: Why January is one of the most powerful (and overlooked) enrollment windows of the year How January enrollment directly impacts summer retention, and what most schools miss The real reason families pause lessons in the summer (and how to prevent it) Simple, repeatable ways to create emotional connection at scale How small, consistent touchpoints turn students into long-term members of your community Why systems, not memory, are the secret to sustainable retention If you want students who stay past the honeymoon phase and parents who see your school as part of their child's identity, this episode lays out the playbook.   davesimonsmusic.com

Employers say turnover is killing productivity and culture, yet many still underinvest in retention. Research shows it’s incentives, structure, and psychology that drive their behavior. Hiring is rewarded. Retention is vague, slow, and harder to measure.  

On today's episode of The Pod At The Palace, host Curtis Wilkerson looks ahead at Arkansas' roster building for next season with a look at retention efforts, remaining high school targets, portal must-haves and more! OFFICIAL MERCH: https://insidearkansas.myshopify.com/ #arkansas #razorbacks #football #basketball #baseball #sampittman #johncalipari SHOUTOUT TO OUR SPONSORS: BET SARACEN Arkansas' #1 Sports Betting App! Click link below & use code INSIDEAR so when you bet $25, get $125 BONUS! https://sportsbook.betsaracen.com/en-us/sports/mma?referrer=singular_click_id%3Dbc1b71ae-56d0-4f58-9775-c5bd8f6676e9 ----------------------------------------------------------------------------- ----------------------------------------------------------------------------- OZK INSURANCE Alright Razorback fans—let's talk insurance. Nobody wants to deal with the hassle of shopping around, and that's why we use and recommend OZK Insurance. They're based right here in Arkansas, and they shop multiple carriers to find the best coverage and price for you—whether it's home, auto, business, you name it. Whether it's Saturdays at Razorback Stadium or everyday life, you want protection you can count on. So count on OZK Insurance & get a free online quote at ozkinsurance.com, or call (479) 715-4200. OZK Insurance—Protection made simple. ----------------------------------------------------------------------------- ALUMNI HALL 3417 N College Ave, Fayetteville, AR 72703 479-435-6352 www.insidearkansas.com/alumnihall The best and largest selection of Razorback gear Apparel for the family - mens, womens, kids, pets too Razorback apparel, accessories, hats, Yeti, gifts - Alumni Hall has it all Hall Pass Rewards - Earn points with your purchases and get rewarded! Once you've spent $150 (which is easy to do), you'll get $10 off your next purchase We know some athletes so for our friends that shop the big and tall Hogs gear - shop today at www.insidearkansas.com/alumnihall Alumni Hall - The ultimate Razorback shopping destination! Learn more about your ad choices. Visit megaphone.fm/adchoices

What if the key to scaling your real estate career wasn't selling more—but letting go? In this episode of the Real Estate Excellence Podcast, Tracy Hayes sits down with Jonathan Lickstein, the award-winning COO of one of the nation's fastest-growing independent brokerages. From launching his career unexpectedly in Honduras to leading a 5,000-agent operation across six states, Jonathan reveals how he uses cutting-edge AI, strong culture, and deep mentorship to scale operations, without losing the human touch. Jonathan dives deep into how brokers can truly support agents in today's competitive market, why building relationships is more important than ever, and the powerful moment that made Jonathan realize he needed to let go in order to grow. Whether you're a solo agent, team leader, or managing broker, this episode offers a blueprint for sustainable growth, tech integration, and authentic leadership. Ready to level up your real estate career? Share this episode with a fellow agent, leave a review, and follow the Real Estate Excellence Podcast for more insider strategies from the industry's best.   Highlights: 00:00 – 07:04 From Georgia Tech to Honduras Career detour from engineering to real estate Building the largest property network on Roatan Selling million dollar homes at 19 The power of bilingual networking Returning to the US market with experience 07:05 – 14:01 Rebuilding in Florida with Relationships Restarting a business with zero clients Youth sports as a referral engine Using branded email for subtle marketing Getting 6 million in sales from one connection Leveraging everyday conversations 14:02 – 24:25 Winning with AI and Building Broker Efficiency How the brokerage won Inman's AI award Using AI to automate compliance and contracts Creating a GPT powered broker avatar Saving agents hours of manual entry Voice activated contract creation system 24:26 – 33:59 The Power of Letting Go to Scale The game changing moment on a baseball field Why delegation is critical for brokers Replacing yourself without losing culture Empowering your team to lead Avoiding burnout as a growing company 34:00 – 45:13 What Makes a Great Brokerage and How to Choose Red flags in bad broker leadership Why 100 percent commission isn't everything The importance of real support not just tools How brokers should evaluate their own value Questions every agent should ask before switching 45:14 – 59:50 Retention and Growth with Real Tech and Mentorship New agent mentoring that actually works Creating mastermind groups for real learning Using friends lists to maintain past clients Leveraging social media meaningfully The real reason agents stay or leave   Quotes: "This business is driven by relationships. AI should free you to build more of them—not replace them." – Jonathan Lickstein  "If I'm in line at a grocery store, by the time we leave, you'll know who I am, what I do, and how to get ahold of me." – Jonathan Lickstein "Support is the number one thing an agent should be looking for—not training, not branding, but support." – Jonathan Lickstein "There's no such thing as a past client—just someone you haven't reconnected with yet." – Jonathan Lickstein   To contact Jonathan Lickstein, learn more about her business, and make her a part of your network, make sure to follow her on her Website, Instagram, Facebook, YouTube, and TikTok.   Connect with Jonathan Lickstein! Website: http://www.jonathanlickstein.com Instagram: https://www.instagram.com/thebrokerlick Facebook: https://www.facebook.com/jonathan.lickstein LinkedIn: https://www.linkedin.com/in/jonathanlickstein/   Connect with me! Website: toprealtorjacksonville.com   Website: toprealtorstaugustine.com    SUBSCRIBE & LEAVE A 5-STAR REVIEW as we discuss real estate excellence with the best of the best.   #RealEstateExcellence ##JonathanLickstein #RealEstatePodcast #NicheMarketing #AIInRealEstate #RealEstateTips #ContentMarketing #LuxuryHomes #EquestrianLifestyle #PropertyInvesting #NewAgentAdvice #SocialMediaForRealtors #RealEstateStrategy #FloridaRealEstate #HorseProperties #LuxuryListingAgent

On the podcast, I talk with Alper about the competitive advantage of ignoring (some) best practices, the risk of drawing false conclusions when researching competitor ads, and why poor metrics are just facts until proven problematic.Top Takeaways:

Welcome to Industry Spotlight—a focused series hosted by Sam D'Arc, highlighting standout dealerships and innovative companies, and exploring the trends driving success in today's automotive market. Today, Sam sits down with Dorian Jimenez, Owner-Dealer Operator of Classic Chevrolet OKC, and Chuck Stilwill, EVP of Ikon Technologies. This episode of the Car Dealership Guy Podcast is brought to you by Ikon Technologies: 1. Ikon Technologies - Ikon Technologies delivers a connected vehicle program for dealers that maximizes Customer Lifetime Value by driving sales efficiency and securing non-cancellable PVR on your front end while delivering an average of 50 additional customer-pay ROs every single month for your service bays. At NADA 2026 in Las Vegas, visit Stand 1763 West to see the benefits for yourself and take your chance to roll the dice to win a Rolls-Royce (terms and conditions apply; no purchase necessary). Plus, as an exclusive offer for listeners, mention “Car Dealership Guy” when you sign up at NADA to have your entire initial installation fee waived—book your demo today at http://www.ikontechnologies.com/CDG Check out Car Dealership Guy's stuff: For dealers: CDG Circles ➤ ⁠https://cdgcircles.com/⁠ Industry job board ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://jobs.dealershipguy.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Dealership recruiting ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.cdgrecruiting.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Fix your dealership's social media ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.trynomad.co⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Request to be a podcast guest ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.cdgguest.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ For industry vendors: Advertise with Car Dealership Guy ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.cdgpartner.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Industry job board ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://jobs.dealershipguy.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Request to be a podcast guest ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.cdgguest.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Topics: 00:47 Dorian's journey from GSM to owner? 02:34 Biggest theft challenge at Chevy store? 03:39 Sting operation against drug cartel? 08:57 Best practices for protecting inventory? 19:36 How battery monitoring helps dealers? 20:14 Speed alerts improve customer compliance? 22:01 Insurance benefits of speed policies? 22:57 Using customer data for upsells? 25:21 Key dealer benefit of connected data? Car Dealership Guy Socials: X ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠x.com/GuyDealership⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Instagram ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠instagram.com/cardealershipguy/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ TikTok ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠tiktok.com/@guydealership⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ LinkedIn ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠linkedin.com/company/cardealershipguy⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Threads ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠threads.net/@cardealershipguy⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠facebook.com/profile.php?id=100077402857683⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Everything else ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠dealershipguy.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

2025 REVIEW QUIZ:True or False: Nearly half of directors think their board adds insufficient value.What percentage of directors said their board adds no value at all? A) 10% B) 18% C) 31% D) 69% (nice)True or False: Women run 11% of Fortune 500 companies in 2025.True — 11%. Don't clap.Women hold 24% of CEO pipeline roles but only ___% of promotions. A) 24% B) 16% C) 8% D) 0%, if the board had its wayWhich company plans to automate up to 90% of privacy and societal risk reviews using AI? A) OpenAI B) Meta C) Google D) Twitter (sorry, “X”)Why did BlackRock get removed from Texas' boycott list? A) Legal challenge B) Accounting error C) ESG retreat D) They promised not to say “climate” out loudWhy did PepsiCo say it delayed its net-zero target from 2040 to 2050? A) The board miscalculated emissions B) Shareholders voted against climate goals C) A change in climate accounting rules D) “The systems around us” weren't readyTrue or False: UK financial regulators scrapped mandatory rules because “DEI paperwork is annoying.”True: UK financial regulators scrapped mandatory DEI rules citing regulatory burden.The new acronym JPMorgan prefers over “DEI” is:D&IEDIDOI“Diversity, Opportunity & Inclusion”“Please Stop Asking”Which word even became unsafe during federal climate language purges? A) Sustainability B) Climate C) Resilience D) All of them, cowardWhich CEO criticized ISS and Glass Lewis as “incompetent”? A) Elon Musk B) Jamie Dimon C) Larry Fink D) All men eventuallyWhich phrase best describes modern CEO accountability? A) Robust B) Improving C) Optional D) DecorativeHaw many women have founded and led a Fortune 500 company?oneBonus: Who was that woman?Marion Sandler: Co‑founder and co‑CEO (with her husband Herbert Sandler) of Golden West Financial. True or False: Board gender diversity plateaued around 30%.True — Progress hit a ceiling and called it success.What % of Russell 3000 boards have 50% women?6%15%22%Enough to declare victoryTrue or False: MI6 appointed its first female chief in 2025.True — MI6 got there before corporate America. Blaise MetreweliWhich ESG metric disappeared first from earnings calls?Diversity statisticsEmissions targetsHuman rights languageAll of the above, but quietlyThe most common excuse for oversized boards:ComplexityGlobal reach“We need all these people”Founder feelingsWhich industry saw the biggest rollback in ESG commitments?EnergyFinanceConsumer packaged goodsTech pretending it's neutralWhat's the fastest-growing category of CEO compensation?Cash bonusesStock optionsPerformance shares“Retention” awards for stayingWhat's the most common DEI rebrand in 2025?BelongingCultureTalent strategyRisk managementWhat actually drives CEO pay upward during stock declines?Peer benchmarking“Retention risk”Board discretionFearWhy are women overrepresented in “glass cliff” roles?Risk toleranceCrisis opticsLimited pipelineConvenient scapegoatingWhat is the most accurate definition of “independent director” in 2025?No financial tiesNo employment tiesNo visible conflictNo intention of rocking the boatScoring Rubric23–25 correct: “Governance Adult” You actually listen. Disturbing.18–22 correct: “Proxy Advisor Apologist” You skimmed. You nodded. You missed the point.13–17 correct: “Boardroom Vibes Guy” You believe independence is a feeling.8–12 correct: “CEO Whisperer” You think pay packages are earned and boards try their best.Below 8: “Kimbal Musk” Please stop hosting the showWhich of these headlines are most likely to occur in 2026:Elon Musk announces Groxxx69, the latest iteration of Grok AI dedicated entirely to porn, 69, weed, pro wrestling, Call of Duty, and matchbox cars: 2DoorDash announces a 12 year $8.4bn pay package for CEO Tony Xu: 9DoorDash announces cutting staff 80% due to AI: 8Costco Caves to Trump, Cuts DEI: 1ISS and Glass Lewis announce new zero page voting policy: 5Brian Cornell resigns from Target board: 7CEO of McDonald's refuses to resign after admitting to affair with other executives: 8Sam Altman says he is terrified: 6Shareholders overwhelming vote out directors early in proxy season: 9Tim Cook announces retirement in 2028: 1

In this episode, we explore what it truly means to meet students where they are—how trust, hospitality, and advocacy play a role in rethinking retention and building a sense of belonging on campus.

https://bit.ly/meetwithAPP

A Virtual Roundtable ReplayIn this holiday-week episode of The Association Insights Podcast, we're re-airing our December LinkedIn Live roundtable, Member Value Reimagined—How Associations Are Evolving to Meet Modern Expectations.As member expectations continue to evolve, associations are rethinking what value truly means—beyond benefits to belonging, relevance, and impact. Hosted by Colleen Gallagher, President & CEO of OnWrd & UpWrd and publisher of Association Insights, this candid conversation features Stephanie Denvir of the Healthcare Financial Management Association, Kerri McGovern of the Council for Advancement and Support of Education, and Brian Peters of The Adhesive & Sealant Council, sharing how they're adapting engagement, personalization, and retention strategies heading into 2026.

In this episode of SaaS Fuel, host Jeff Mains welcomes back Jason Friedman—entrepreneur, author, and customer experience expert. Jason shares his journey from theater and rock-and-roll roadie to building billion-dollar brands, and reveals how the principles of stagecraft and storytelling can transform SaaS businesses.The conversation dives deep into the “Kinetic Customer Formula,” the importance of designing intentional customer journeys, and why focusing on relationships and retention is the key to sustainable SaaS growth. Jason also discusses his upcoming book, “Addicted to Strangers,” and offers actionable advice for founders looking to create raving fans and reduce churn.Key Takeaways[0:45] – The power of stagecraft: How Jason's theater background shaped his approach to customer experience.[5:20] – Choreographing the audience's journey is as important in business as it is in theater.[13:20] – The “Kinetic Customer Formula”: Attitudes + Behaviors, multiplied by Momentum Boosters, minus Friction = Radical Results.[22:00] – Retention over acquisition: Why focusing on existing customers yields a “quadratic return.”[27:30] – The danger of being “addicted to strangers” and neglecting your current audience.[32:00] – The importance of mapping not just the customer journey, but also employee and partner journeys.[36:00] – Storytelling is embedded in every step of the customer experience, not just a surface-level tactic.[41:00] – Churn is a silent killer: For every customer who complains, 21 remain silent.[48:00] – Community and relationships are the future of SaaS in an AI-driven world.Tweetable Quotes“People don't move in steps—they move in stories. If you want to move people, help them create the stories that move them in the direction you want.” — Jason Friedman“Everything you do is for the audience. In business, everything is for the customer—but we often focus more on business needs than customer needs.” — Jason Friedman“There's a quadratic return on making the people who already bought from us happy. They become the best marketing.” — Jason Friedman“If you increase the return on audience success, the return on ad spend goes up. It can't not.” — Jason Friedman“A raving fan can become a raving lunatic in an instant. There's a thin line between love and hate.” — Jason FriedmanSaaS Leadership LessonsDesign with Intention: Map out the customer journey as meticulously as a director plans a show. Start with the end in mind and reverse-engineer the experience.Empathy is Key: Get into character—understand your customer's mindset, motivations, and obstacles.Retention to Acquisition: Focus on delighting and retaining current customers rather than constantly chasing new ones.Measure What Matters: Don't just look at churn percentages—track the actual number of customers lost and understand why.Guest Resourcesjason@cxformula.comwww.radicalinc.comwww.cxformula.comhttps://media.jasonfriedman.meJason Friedman's Upcoming Book: Addicted to Strangers – Get a free ebook copy when it launchesLinkedIn: Jason FriedmanEpisode Sponsor

Send us a textSlow seasons happen in every industry, and the salon industry is no exception. But while slow periods are predictable, panic is optional.In this episode, we talk about why seasonal slowdowns shouldn't feel shocking, why reacting emotionally makes things worse, and how both salon owners and stylists can prepare ahead of time instead of scrambling at the last minute. We break down the difference between panic and passivity, why discounting usually backfires, and how to build systems that keep your business steady year after year.We also share practical ways to use slow seasons productively: tightening systems, improving consultations, planning financially, strengthening client relationships, and maintaining strong team morale. Slow doesn't mean broken; it means you have information, time, and opportunity to improve your business.Your business should serve you, so that you can serve others.Slow seasons don't have to derail you — they can actually make your business stronger.Key TakeawaysSlow seasons are predictable patterns, not sudden failures.Panic and passivity are both reactive — leadership is proactive.Data and year-over-year numbers matter more than feelings.Planning removes stress when business slows.Discounts attract price-first clients, not loyal ones.Strong consultations and rebooking conversations drive stability.Marketing works when it's consistent, not reactive.Slow periods are ideal for systems, training, and leadership work.Small experience upgrades build massive client loyalty.Panic is optional — preparation is powerful.Time Stamps00:00 — Welcome + holiday context 02:00 — Jen's opening take: systems fail (even trash bags) 05:00 — Todd's opening take: gratitude, perspective, slowing down 07:00 — Slow seasons are patterns, not emergencies 09:00 — Panic vs passivity (and why neither works) 11:00 — Seasonality, weather, and predictable slowdowns 13:00 — Why confirmation bias online keeps owners stuck 15:00 — What salon owners can work on during slow periods 18:00 — Budgeting, staffing, reserves, and planning ahead 21:00 — Marketing consistency vs last-minute scrambling 23:00 — Opportunities hidden inside open schedule space 25:00 — What stylists can do to prepare before slow seasons 27:00 — Rebooking conversations that actually work 29:00 — Retention, education, referrals, and visibility 31:00 — Executing during slow seasons without panicking 33:00 — Leadership, morale, and coaching during downtime 35:00 — Social media is not a panic button 37:00 — Why discounting hurts more than it helps 41:00 — Client experience upgrades that don't involve discounts 44:00 — Small details that create loyalty 46:00 — Final thoughts: plan, embrace, panic is optionalLinks and Stuff:Our Newsletter Mentoring InquiriesFind more of our things:InstagramHello Hair Pro Website

If you're a coach or consultant working hard but still stuck, growth not matching effort, and the freedom you started for still feels out of reach, you're in the right place. I'm not here to sell hype or funnels. I built and sold my own coaching biz. I helped agencies hit $200K/month. I consulted 7 to 9 figure founders. Now I'm here to help you build a business that works without burning you out. In this video: 00:00 Why a million dollar month is possible 00:20 It's not magic, it's a system 00:35 Why most coaches stay stuck 01:07 Real results, real numbers 02:18 How the Rainmakers Model was built 03:17 Why this is worth your time 03:48 How the model works 04:21 Retention and client lifetime value 05:24 Lock in consistent profit 05:41 The 8 accelerators 07:03 More leads, better conversions, bigger deals 08:59 Reduce churn and increase retention 11:02 Add more offers, build ascension 12:28 Grow your total market 13:30 Profit matters 15:06 Build a business that runs without you 17:09 Spot what's missing 18:47 What working with us looks like 19:57 Why we vet every partner 20:26 Already have a team? We plug in 20:43 No hype promises, just real talk 21:17 What time you need to invest 21:52 Why we call it a true partnership 22:51 Why we limit how many partners we take 23:39 How to apply 24:22 What kind of results are possible 24:58 What to expect after you apply 25:25 Is 15 minutes worth it 25:45 What to do next — If this is our first time meeting, hey

--{ "Knowledge Fights Fear in the Coming New Year"}-- The reflecting time of the year. Upcoming schedule. - Please support if you are able. Thank you. - (Article: "Greening of the zeitgeist" by Gregory Rodriguez, LA Times (page A15) - Dec. 10, 2007.) (Song: "By the People" by Dick Gaughan.) (Musical Piece: "Campeones Para Siempre" by Alan Watt (Alan Unplugged), Written and Performed 6:00 PM on this date Dec. 25, 2007 Copyrighted.) Dedicated to My Translators and My Listeners. Globalization, Monitoring, Surveillance - Ignorance is Bliss, Creatures of Instinct - Awareness, Self-Preservation. Individual Isolation - Maintaining Contact. European Amalgamation - Standardization - Global Government - McCarthy, Communism, Centralization, Marx. Formats, Sequences, Patterns, Procedure. United States - Indoctrination - Psychological Brainwashing. Governing Class, Retention of Survival Capabilities - "The Lethal Chamber". Robert Burns - Seeing One's Self - Propaganda Industry: "Things are getting better" - America Today. New Age Movement, Hinduism - Western Mindset - Negative, Positive - Channeling, Card Sharks, Tea Leaves. Sun is Risen.

A theme that's dominated 2025 for me (and for many) has been price rises across many subscription-based platforms and services. My correspondence with companies has made clear that loyalty stands for very little. In fact, rather than being rewarded, longevity is increasingly exploited and monetised. In this episode of The Gentle Rebel Podcast, I share a year-in-review through the lens of price rises. The tipping point was an email from my podcast hosting company, Libsyn, announcing a 71 percent increase effective from January. It was the straw that broke this camel's back after a year of similar moves elsewhere. In the episode, I share exchanges with three companies that reveal how loyalty is no longer valued in itself, but engineered to extract profit from those of us who've become reliant on these platforms. https://youtu.be/qrmUSdGwcMs A Symptom of Enshittification Cory Doctorow describes the underlying trend as “Enshittification”, a form of platform decay visible in companies like Facebook, Amazon, Google, Apple, and Adobe. It's not a glitch, but a feature. Doctorow traces a familiar arc: platforms start by serving users well in order to grow. Once established, they pivot toward business customers, monetisation, and scale. Eventually, when users and businesses are sufficiently locked in, services are degraded for everyone so maximum value can be pulled out as quickly as possible. Disproportionate price rises are one symptom of this process, particularly in how companies treat long-standing customers. Lock-in is maintained through network effects (it's hard to leave when everyone else is still there), non-transferable data (your work can't easily be exported), and digital restrictions where purchases only function inside a single ecosystem. Music, books, films, and software are “owned” only as long as the platform allows it. In the name of convenience, we give ourselves over to these systems and become dependent on them. As the digital and physical worlds converge, this logic extends beyond apps and websites into cars, home devices, utilities, and infrastructure. At that point, this stops being a simple matter of consumer choice. Extraction is baked into the products themselves. We are quietly acclimatising to this new normal. It has crept in through corporate consolidation, weak enforcement of anti-trust legislation, and business models that no longer need to meaningfully consider customer relationships once a certain scale is reached. Abusing Trust, Need, and Loyalty Charlie Brooker has cited Enshittification as an influence on Common People, the opening episode of Black Mirror series seven. A couple sign up to a subscription-based medical intervention that escalates in cost, complexity, and dependency. Features are removed. Adverts are inserted. The stakes become existential. One particularly chilling moment sees Mike literally mutilating his own body for money via an OnlyFans-style platform, a stark symbolic image of how value is extracted from people once dependency is established. Price Rises for a “Valued Customer” Libsyn informed me they were raising the price of hosting A Quiet Night Inside No 9 by 71 percent. The justification was a familiar list of added features and growth opportunities, none of which were relevant to how we use the service. We don't want adverts or growth tools. We want reliable hosting and delivery. This exchange highlighted how much podcasting has changed since I joined Libsyn in 2009. Hosting platforms have increasingly positioned themselves as intermediaries between advertisers and podcasters. That relationship now takes precedence. Advertising is framed as a benefit to creators, while enabling hosts to raise prices and skim revenue from both usage fees and ad sales. Listeners, meanwhile, absorb longer ad breaks as the new normal. Is this stage two of Enshittification in the podcasting world? Note, I pledge never to put adverts on my audio podcasts. YouTube is the only exception, because Google inserts them regardless. ConvertKit and Paying for Features I Don't Want A similar logic played out with Kit, formerly ConvertKit. I chose it in 2016 because it was simple and reliable and have been a loyal user ever since. A price increase from $49 to $59 a month was justified by new automations and tools I didn't ask for or use. There is no way to opt out and pay less. The only concession offered was annual billing, which I pointed out mirrors poverty-tax logic: those without upfront capital pay more. Symptoms of a Failing Service Vimeo was the clearest example of platform decay from the inside. Storage rules changed midstream. Long-held assumptions were invalidated. Downgrading meant losing access to years of work. Retention efforts amounted to one-off discounts rather than meaningful alternatives. What stood out wasn't hostility, but indifference. Once a service reaches a certain size, individual relationships no longer seem to matter. Their response felt so extreme that I suspected deeper problems, which seemed to be confirmed when Bending Spoons acquired Vimeo in November. I'm glad I left when I did, though it's still inconvenient clearing up broken links and legacy embeds after fifteen years of use. WishList Member and a Different Choice Not all companies operate this way. WishList Member has honoured the price and feature set I signed up for over a decade ago. While new tiers exist, functionality hasn't been removed to force upgrades. This appears to be a deliberate choice, and it communicates something simple: long-term trust and loyalty matters more than short-term extraction. I’ll let you know if this situation changes… Growth Logic and the Limits of Choice It's tempting to frame all this as a moral failure, but it's structural. Growth-at-all-costs logic makes price rises, feature bloat, and lock-in almost inevitable. These companies aren't malfunctioning; they're functioning exactly as the system encourages them to. This also makes it risky to romanticise alternatives. Newer companies may simply be at an earlier stage of the same cycle. Google once promised “don't be evil”. Facebook positioned itself as a less invasive alternative to MySpace. Scale changes incentives. Meaningful change won’t come from individual consumer choices alone. Competition has been hollowed out, and escape routes are increasingly narrow. Doctorow provides a section of existing and potential solutions that can give us reasons for active hope. Have you felt the pinch of price hikes this year? Feel free to get in touch and share your experiences.

Elena Verna is the head of growth at Lovable, the leading AI-powered app builder that hit $200 million in annual recurring revenue in under a year with just 100 employees. In this record fourth appearance on the podcast, Elena shares how the traditional growth playbook has been completely rewritten for AI companies. She explains why Lovable focuses on innovation over optimization, how they've shifted from activation to building new features, and why giving away their product for free has become their most powerful growth strategy.We discuss:1. Why 60% to 70% of traditional growth tactics no longer apply in AI2. Why you have to re-find product-market fit every 3 months3. The specific growth tactics driving Lovable's unprecedented growth4. Why giving away product is a growth strategy that beats paid ads5. “Minimum lovable product” as the new standard (not minimum viable product)6. Why activation now belongs to product teams, not growth teams7. Whether you should join an AI startup (honest tradeoffs)—Brought to you by:WorkOS—Modern identity platform for B2B SaaS, free up to 1 million MAUsVercel—Your collaborative AI assistant to design, iterate, and scale full-stack applications for the webPersona—A global leader in digital identity verification—Transcript: ⁠https://www.lennysnewsletter.com/p/the-new-ai-growth-playbook-for-2026-elena-verna⁠—My biggest takeaways (for paid newsletter subscribers): ⁠https://www.lennysnewsletter.com/i/181207556/my-biggest-takeaways-from-this-conversation⁠—Where to find Elena Verna:• X: https://x.com/elenaverna• LinkedIn: https://www.linkedin.com/in/elenaverna• Newsletter: https://www.elenaverna.com—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Elena Verna(05:19) The scale and growth of Lovable(08:55) Confidence in Lovable as a business(12:17) Retention at Lovable(15:02) Lovable's unique growth levers(28:13) The role of marketing in Lovable's success(38:09) Launching new features(40:59) Hiring and team dynamics(43:17) The value of vibe coding(49:46) The importance of community(51:47) Giving away your product for free(56:26) Tripling their company size(01:00:23) Product-market-fit challenges(01:08:50) Advice for joining AI companies(01:12:00) Work-life balance(01:15:20) What it's like to work at Lovable(01:19:45) Women in tech(01:25:29) Final thoughts and lightning round—Referenced:• Elena Verna on how B2B growth is changing, product-led growth, product-led sales, why you should go freemium not trial, what features to make free, and much more: https://www.lennysnewsletter.com/p/elena-verna-on-why-every-company• The ultimate guide to product-led sales | Elena Verna: https://www.lennysnewsletter.com/p/the-ultimate-guide-to-product-led• 10 growth tactics that never work | Elena Verna (Amplitude, Miro, Dropbox, SurveyMonkey): https://www.lennysnewsletter.com/p/10-growth-tactics-that-never-work-elena-verna• Lovable: https://lovable.dev• Building Lovable: $10M ARR in 60 days with 15 people | Anton Osika (co-founder and CEO): https://www.lennysnewsletter.com/p/building-lovable-anton-osika• Stripe: https://stripe.com• What differentiates the highest-performing product teams | John Cutler (Amplitude, The Beautiful Mess): https://www.lennysnewsletter.com/p/what-differentiates-the-highest-performing• How to win in the AI era: Ship a feature every week, embrace technical debt, ruthlessly cut scope, and create magic your competitors can't copy | Gaurav Misra (CEO and co-founder of Captions): https://www.lennysnewsletter.com/p/how-to-win-in-the-ai-era-gaurav-misra• “Dumbest idea I've heard” to $100M ARR: Inside the rise of Gamma | Grant Lee (CEO): https://www.lennysnewsletter.com/p/how-50-people-built-a-profitable-ai-unicorn• Eric Ries on LinkedIn: https://www.linkedin.com/in/eries• Elena's post on LinkedIn about Lovable Missions: https://www.linkedin.com/posts/elenaverna_everythingispossible-lovableway-activity-7401627519646474242-hn6e• SheBuilds: https://shebuilds.lovable.app• Shopify + Lovable: https://lovable.dev/shopify• The Product-Market Fit Treadmill: Why every AI company is sprinting just to stay in place: https://www.elenaverna.com/p/the-product-market-fit-treadmill• Cursor: https://cursor.com• The rise of Cursor: The $300M ARR AI tool that engineers can't stop using | Michael Truell (co-founder and CEO): https://www.lennysnewsletter.com/p/the-rise-of-cursor-michael-truell• Unorthodox frameworks for growing your product, career, and impact | Bangaly Kaba (YouTube, Instagram, Facebook, Instacart): https://www.lennysnewsletter.com/p/frameworks-for-growing-your-career-bangaly-kaba• The adjacent user: https://brianbalfour.com/quick-takes/the-adjacent-user• Granola: https://www.granola.ai• Wispr Flow: https://wisprflow.ai• I'm worried about women in tech: https://www.elenaverna.com/p/im-worried-about-women-in-tech• Slack founder: Mental models for building products people love ft. Stewart Butterfield: https://www.lennysnewsletter.com/p/slack-founder-stewart-butterfield—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. To hear more, visit www.lennysnewsletter.com

North Carolina football's roster reconstruction is in full swing ahead of the transfer portal opening on January 2nd with the positional needs changing by the the day. Inside Carolina's Greg Barnes and Tommy Ashley discuss the latest transfer portal exits and the need for retention and continuity while Bill Belichick and his staff continue to implement their culture into the program's DNA. The Inside Carolina Podcast network features a wide range of current UNC sports topics, from game previews and instant postgame analysis, to recruiting breakdowns. IC's stable of writers, insiders and analysts -- plus special guests -- comprise each program. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Natalie Battaglia teaches us simple and sustainable Instagram growth strategies that attract loyal followers without burnout. Natalie Battaglia is the founder of The Mindful Mocktail, a blog and Instagram community dedicated to helping people celebrate without alcohol. What began as a way to share simple, beautiful mocktails has grown into a global destination for wellness-inspired drinks that anyone can make at home. Through her website, social channels, and book The Mindful Mocktail, Nat inspires people to drink mindfully, explore new flavors, and find joy in the ritual of making a beautiful drink. If you are tired of shouting into the Instagram void, this conversation will feel like oxygen. Natalie breaks down the exact behaviors that helped her build a global brand, including the five minute reel that brought in more than two hundred thousand followers. She offers clear, doable strategies for retention, repurposing, analytics, and building true community so you can grow with intention instead of pressure. Key points discussed include: Create for the people already watching: Learn how to connect deeply with your audience so your content lands and keeps landing. Use compilations to attract new followers: Discover why short, punchy highlight reels are powerful growth machines. Retention drives the algorithm: You will understand exactly why watch time outweighs likes and how to optimize for it. Repurpose with intention: Save your best visuals, build quick compilations, and grow without reinventing the wheel. Analytics are your creative compass: Let your retention and skip rates tell you what to make next instead of guessing. Trending audio still matters: Use audio strategically and early to ride momentum rather than chase it. Caption writing is storytelling: Craft a strong first line that acts like a hook and earns the next tap. Quality beats quantity: Posting frequency and why two solid pieces a week can outperform daily content. Connect with Natalie Battaglia Website | Instagram

Arsenal's season raises an uncomfortable question: can you chase everything without losing something?In Episode 154, the lads debate whether Arsenal should sacrifice a competition to protect the Premier League title push, following the Carabao Cup semi-final draw and growing concerns around injuries and squad load. Is trophy greed a strength — or a trap?There's a deep discussion around priorities, risk management, and Arteta's approach to rotation as Arsenal juggle four competitions with a big squad and notable injury list. The panel disagrees sharply on whether letting one trophy go is pragmatic — or a mindset Arsenal can't afford.We also dig into Arsenal's baffling obsession with long throws: why they slow the game down, increase injury risk, and feel completely at odds with how this team should control matches. Retention vs theatre. Structure vs disruption.Plus:Potential Carabao Cup semi-final vs Chelsea Long throws, set-piece logic and game managementEverton away under the lights: atmosphere, injuries and approachA classic Who Am I? and an Everton-themed Six PackA tense moment in the season — and a defining one.Chapters:(00:00) - Arteta's Non-Negotiables Intro(00:55) - Carabao Cup Semi-Final Draw Explained(01:34) - Should Arsenal Let a Trophy Go?(06:18) - Squad Load, Injuries & Arteta's Rotation Risk(10:44) - Ordering the Trophies: What Matters Most(14:30) - Is Sacrificing a Cup Ever Acceptable?(19:01) - Long Throws: Why Arsenal Keep Doing Them?(19:43) - The Stats, the Time Wasted & Loss of Control(21:19) - Rory Delap Legacy vs Modern Arsenal(23:15) - Injury Risk, Game Management & Common Sense(25:59) - Retention vs Chaos: The Man City Comparison(27:28) - Pt.2 Who Am I? (Game) Arsenal & Everton Edition(29:49) - GW 17 Prediction Game: Newcastle vs Chelsea(32:46) - Villa vs Man United: Basketball Football(37:46) - Jus' Six Pack: Greatest Arsenal vs Everton Games(43:20) - Everton Away Preview: Form, Injuries & Atmosphere(46:21) - How Everton Will Set Up(47:45) - Arsenal Selection Headaches(49:25) - Who Starts Up Front? Jesus, Ødegaard & Control(54:50) - Defensive Setup Without Ben White(56:14) - Hincapié Deep Dive: Early Verdict(58:22) - Comparison to Gabriel & Long-Term Ceiling(01:07:05) - Who Am I? (Game) Reveal & Wrap-Up

Most owners think retention is a reward for doing other things well.But it's not.Retention is a strategy—and it might be the most important one you have.- - - - -Check out our free trainings and resources on school marketing, group lessons, and using AI in your music school:growyourmusicstudio.com/freeGet updates and FREE workshop invites from Nate and Daniel:growyourmusicstudio.com/7fmsIf the podcast has been helpful to you, leave a review here:growyourmusicstudio.com/7fmsReview*******SPONSOR - Piano Express from GroupLessons.comNow's the time of year to consider what programs you are going to be offering in your music studio in 2026…And if you are looking for a program that will:· Increase student retention…· Increase the number of your beginners that become intermediate students…· Help students go through their books faster (Proven! We did a study on this!)...· Increase home practice time (Proven! We have years of data showing that this happens)· And increase the profit in your studio (not just revenue)…… Then you need to head over to GroupLessons.com, sign up for a free demo, and we'll show you how hundreds of studios have easily started a new group program (sometimes in just a few weeks)... with little to no difficulty.You can even begin our owner training for free (download our shopping list, and look through our teacher guides and method).Click here for more information*******SPONSOR - Big Music GamesBig Music Games provides fun with a clear purpose. Ear training and music theory for students ages 4-14. Level up your student's ears & ignite their passion and motivation to practice with 15 levels of rhythm, melody, harmony and songwriting games. Join the tribe of teachers dedicated to improving the way the world educates the next generation of musicians. BigMusicGames.com/7FMS

You poured your heart into teaching a key math concept—and a student tells you they've never even heard of it. Sound familiar?In this episode, hosts Yvette Lehman and Jon Orr explore one of the most frustrating challenges in math instruction: retention. Why does it feel like students forget everything they've learned? And more importantly, what can we actually do about it? Through the lens of a school we support, we dig into one team's evolving plan to increase student retention—without overhauling their entire curriculum. Spoiler: it starts with strategic spiraling, cumulative assessment, and a flywheel approach to continuous improvement.Listeners Will:Hear how one school used benchmark data to identify 6–8 key math concepts for intentional spiraling.Learn how mixed practice and cumulative assessment can improve long-term retention in math.Discover how limited PD time was used to reflect on summative results and adjust pacingUnderstand why retention is a system design issue—not a teacher failureGet inspired to make one small, meaningful shift in your own classroom or schoolIf you're tired of reteaching the same math content every year, press play to explore a sustainable approach to helping students actually retain what they've learned in math.Not sure what matters most when designing math improvement plans? Take this assessment and get a free customized report: https://makemathmoments.com/grow/ Math coordinators and leaders – Ready to design your math improvement plan with guidance, support and using structure? Learn how to follow our 4 stage process. https://growyourmathprogram.com Looking to supplement your curriculum with problem based lessons and units? Make Math Moments Problem Based Lessons & Units Show Notes PageLove the show? Text us your big takeaway!Are you wondering how to create K-12 math lesson plans that leave students so engaged they don't want to stop exploring your math curriculum when the bell rings? In their podcast, Kyle Pearce and Jon Orr—founders of MakeMathMoments.com—share over 19 years of experience inspiring K-12 math students, teachers, and district leaders with effective math activities, engaging resources, and innovative math leadership strategies. Through a 6-step framework, they guide K-12 classroom teachers and district math coordinators on building a strong, balanced math program that grows student and teacher impact. Each week, gain fresh ideas, feedback, and practical strategies to feel more confident and motivate students to see the beauty in math. Start making math moments today by listening to Episode #139: "Making Math Moments From Day 1 to 180.

STRUGGLING WITH RETENTION?If clients are falling off after the sale, it's not effort—it's structure. Weaver Sales Academy gives agency owners a proven system to: 

The 1605 Gunpowder Plot and Catholic Desperation: Colleague Claire Jackson explains the 1605 Gunpowder Plot as a desperate attempt by Catholics, frustrated by James I's retention of penal laws and peace with Spain, to destroy the Protestant establishment, with the plotters aiming to kill the king and install a puppet Catholic monarch amidst the ensuing chaos.